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The following article is part two of a four-part series about the ins and outs of layoffs and outplacement services.

Employers are continuing to adapt to the changes brought about by what is hopefully a waning global pandemic including remote and hybrid work, a shortage of talent, conflicting economic headwinds and the potential for a recession. Here are some tips to help your organization remain competitive.

As skilled employees continue to look at whether the grass is greener in a new organization, they are leaving huge voids in their former organizations.

The need for marketers and their unique skill sets has been on the rise—and this trend doesn’t seem to be losing momentum any time soon.

Many traditional functions of office and administrative support professionals have already been automated, forcing these workers to learn new skills quickly—soft and hard skills—to keep up with the changes in the workplace.

Decades of concern about negative impacts of annual performance reviews has crystallized into a growing consensus among academics, HR executives and many business leaders: when they are done badly or the wrong methodology is used, they can do more harm than good.

Half of all people who are quitting jobs and moving on would have stayed if their employer had “done something.” The bigger question for employers who are losing some of their best people is – done what?

Assess your organization’s state of readiness for a mentorship program. Our checklist will tell you if your organization is prepared to deliver mentoring to its employees.

Bring in new talent and hold onto the talent you have by increasing salaries and bonuses, as well as investing in upskilling employees and building a more positive workplace culture.

The long-term impacts of hybrid working arrangements – particularly on the degree of trust that exists in work-related relationships – are not well understood. The research we do have, almost all of it conducted before the pandemic struck, suggests that hybrid working arrangements can have negative impacts on key relationships if specific measures are not taken to acknowledge and adjust to this new normal.

Organizations need to not only encourage leaders to undertake wellness conversations, but also train them in the best practices needed to help people to open up about their physical and mental wellbeing.

Outplacement approached in a haphazard manner can totally disrupt the culture of an organization, distracting employees and impacting their productivity. Even worse, a poorly executed workforce transformation can ruin an employer’s brand and make it difficult to attract and retain top talent. With so much at stake, how do you select the best partner?